If I Had to Start Over...What Would I Do Differently?

I promise you this is so far from anything that you've ever been to. And now what would I have done differently? Not a whole lot. But best agents have been newly licensed. I still believe that. No bad habits. The three or so years where I just didn't figure out hiring, I went on to hire. So Chris was my first hire. He's still with me today. After Chris, I went on to hire just a bunch of agents that weren't the right fits. They were old school, made excuses, didn't embrace accountability. The quicker you can just own the fact that the system we created here with the accountability and tracking, you need to step into that and say there is no other way, there is no exception. No, you can't not prospect for two 90 minute time blocks every day. You're not going to be successful if you do that. If you have no appointments, you're prospecting for eight hours a day. The sooner you own that position. It took me years to figure that out and to get comfortable with it. Three to four years if I'm being totally honest. So just embrace that. And if you haven't seen the buyer agent screening filter, it's been posted on Facebook. But it's the eight things that I learned about buyer agents like primary income earner, no traditional agents. Disc profile has to be a good fit. They're proven, they're hungry, there's no drama, you've met with their spouse. All those things. You've got to come up with your own screening filter. Value based commission structure. I covered this before but you've got to decide on how the world is going to look on your team. You've got to get to the right gross commission levels. And your agents, agents that join your team are going to be productive. They're going to make a lot of money because they're productive, not because they're overpaid. Okay, so we focus on. Our focus for recruiting is the net income agents can earn on our team. And we offer a clear path to 100,000 in the bank with no expenses. Buyer agent splits are, you know, 90% of 30, 40, 50, 60. So our top split is 54% and Gimme's are 27%. Listing agents make 90% of 25 or 35, 22 and a half or 31.5. So John and Sharon, Sharon's already over 200,000. John will get really close this year. So I have the successories. Jen and Chris are both around 100k and our new agents are selling 200 homes per month. I brought in three agents in mid April, neither. None of them had sold residential real estate before and they sold 37 homes between the three of them this year. So with 37 homes, that's pretty much trying to think of that's a minimum quota. So eight months that they were fully on the team. So 37 divided by as. So between the three of them. So they're off of their two minimum per month. But that accounts for their 90 day ramp up, you know, not quite being two homes per month. So they're on track. One thing too. Culture has been way more important than I thought it would be. And agents really, really, really respect accountability and leadership. And this whole work hard, play hard. You know, we work hard. And by play hard I mean we're with our families and we're having fun and we're, you know, we kind of divide the world. I covered this pretty much. You know, you want to have gross margin targets on each side of the business. Obviously if you're just doing the listings, you know it's 100% gross margin and you're ready to give up that position when you have, you know, 300 to 400 of gross commission income on the listing business alone. So you can pay someone 25% and step out and buy our business. Gross margin target is 55 to 60% or you're paying out 40 to 45% blended. And overall gross margin target is 65%, which is what my team is running out today with me 100% out for three years. This is the number one thing I see all jacked up with real estate teams is that they don't have the compensation model. I still review financials in detail every month. They're Rated by the 5th of the month and I do not miss this appointment with myself.